Appreciative leaders are self-aware and incorporate new learning, and they're willing to alter the way they look at and define things (Lewis, Medland, Malone, Murphy, Reno, & Vaccaro, 2006). Although the authors for appreciative leadership conducted most of their research at various healthcare settings, many researchers still believe that this is relevant information that can be employed in office settings. Appreciative leaders seem to know their weakness. They're willing to change. This appreciative leadership style also is willing to alter the way they see things, and watch the other person from the point of view in a subject area. It can be said appreciative leaders are self-aware, and they can change their leadership effectiveness to better themselves. These in turn is better for the people who he or she leads.
Most scholars of effective leadership say leaders have a number of defined traits, such as intelligence, dominance, sociability, self-monitoring, high energy and drive, self-confidence, and a tolerance for ambiguity. Research has likewise shown the 'doing' part of effective leadership has two primary behavior dimensions: task or behaviors that focus mainly on the task; and behaviors that focus on the relations between the leader and follower (s) (Boseman, 2008). The effective leader will know the task or what outcome is needed for future results. As the world changes and becomes more global-nomic (economic) the leader will have to keep ahead of the changes. As the leader sees the changes coming, they can better inform their followers. Therefore, the focus on the relations between the follower and the head needs to be transparent. The flow of information is to flow from above and up from the merits to the leader. This way everyone is informed from top to bottom. The leader must have a good rapport or emotional intelligence with their followers. This relationship should coincide with the task or at the very least know where the company is seeking to go in the future.
Emotional intelligence includes several interrelated component skills. Self-awareness is an understanding of one's own moods and emotions, how they evolve and change over time, and their impact on the task performance and interpersonal relationships (Yuki, 2010). The leader needs to understand their emotions and know how to use them when needed. For a leader to become over emotional or lack of feeling could be regarded as a weakness. Being passionate about a task at hand is very important for the followers to see, but when does passion become emotional? Many leaders see themselves as an incumbent of a task, a product and some cases even the company. When this happens the leader becomes possessive over the item, job, their emotions, and company can over take them because they feel they're the only person who can move the task or item forward. At this point, it's the only thing they can think about. Their life then is consumed with emotion. Some might see this as passion and others might see it differently.
Another area that is important for an effective leader is empathy. The ability for a leader to be aware of the mood and emotions in others and to be aware of the difference between genuine and false expression of emotions is the key to being an effective leader. This ability to know how someone feels isn't hard to be done if you really know your people who work for you. The leader after talking to their people daily and getting to know them should be in a position to see when someone is having a bad day or when they're happy. This skill (knowing your employees) more than any other is very important to have because you as a leader will remain in touch with your employees. They'll react to the leader in a positive way. Not showing any empathy toward any of your employees will be considered in a negative light. Your employees will think the leader is out of touch with feelings of others. The worse case would be for your employees to think you're unapproachable, owing to the leaders' behaviors.
And Even More.....
The sophisticated and untutored mind will believe and subscribe to the attainment of the goal if the story told by the Leader is carried into force by action and determination. The Leader must lead by example and by hard determined work. Importantly a true Leader will have the self discipline and associated skills to not only enjoy quietly the triumphs along the way, but more importantly to maintain calm during a crisis. Patience and knowing when and ways to achieve victory are important qualities that the Leader must relate, tell and exemplify.
The initial draft of the theory contained only two broadly defined leader behaviors; supportive leadership and directive leadership (Yuki, 2010). In 1974, House and Howell added the last two-Participative on leadership and Achievement leadership. The list of the four with a brief definition (House, & Howell, 1974).
Supportive leadership' This is when a leader shows concern for the welfare and the requirements of the subordinate. A supportive leadership style is a portion of the effective leadership key along with other subject areas we have spoken thus far. A good leader should be supportive of their people and to establish a friendly environment to work in.
Directive leadership' The leader should have in place what is required of the employees and the head should give good guidance when needed as well. In addition, good comments from the leader is needed; our employees need to find out when they're doing well and when they're not.
Participative leadership' The leader is consulting with subordinates and taking their views and suggestions into account. This is another area that's very important that should serve as much as possible. When the leader gets their people involved in helping making part of the decisions the employees will feel rather as a team and will look at the leader as leading the team.
Achievement leadership' The leader here is seeking out and sometimes demanding excellence from their people. Setting goals for subordinates isn't only good, but will also enable the employees to show how dedicated to work they are. Even more if the leader is ineffective to move the workers to the attainment of the goal, then perhaps the leader isn't effective. There might be a disconnect in the leaders style or absence of good direction from the leader.
The leader will learn from their failures and failures of others. The leader becomes more effective by learning from failures. However, the failures shouldn't hinder the leader from continued growth as a leader. It is true some failures and setbacks from the past can and in the vast majority of cases will influence the head of today. Along the same lines, success will affect the leader, and it's also a learning experience. A leader should also learn from mentors who on their own are effective leaders.
Personal integrity is the single important, of all the traits of an effective leader. Integrity means that a person's behavior is consistent with espoused values, and the person is honest, ethical, and trustworthy (Yuki, 2010). The worse thing a leader can do is lie to a subordinate or cause the subordinate to lose faith in the efficiency of the leader. Many leaders think personal integrity plays a key role to play in the work environment. Employees are always looking and watching to find out if the leader is holding up the standards, just as they have too. Just a small infraction by the leader could cause loss of integrity as viewed from the employees' perspective. As long as the leader is playing by the same standards as the employees, the leader is seen as having integrity.
In summary, there are many areas for an effective leader to discuss and learn. It is true there's no one best type of leadership style but they all play an important role. What is effective for one leader can only be effective for another, owing to the work environment. We as Gen-X leaders are always learning a new skill in effective leadership it is incumbent upon us to use those skills. Leaders should know their self and have empathy for their subordinates. As leaders, we should attempt to create a positive core environment for our employees, because as we know positive attitudes in other will cause other to be positive as well. Therefore, the objective of an effective leader is to lead more innovation in our organizations, take the lead when a change is needed, empathy for others, keep a positive outlook and above all have the integrity to perform the right thing.